While one of the best ways to ensure your team is performing at its peak is to hold regular employee check-ins, conducting employee reviews is easier said than done.
When facilities are at peak season or rushing to meet production goals, tasks like employee reviews might not land at the top of your priorities. But the benefits to your organization might outweigh the challenges.
- Boosted morale
- Identification of skills gaps
- Better communication
- Goal alignment
- Retention
Here at KP Staffing, our on-site recruiters often take on this task. Because they are in the day-to-day with employees, they often know the areas that need to be addressed. They ask questions that facilitate employee growth and encourage a more engaging workplace.
Here are some tips for conducting employee reviews before, during, and after the review takes place.
Before the review
Set objectives
Avoid winging it – coming prepared will show your employee that you are taking this review seriously, and make it easier to stay on topic.
Is this a KPI review or an open-ended discussion about how that employee is performing? Know your goals in advance to ensure you and your team get the most out of the review.
Gather relevant information beforehand
There are a few different kinds of information you can gather before a review that will help you (and your employee) prepare:
- A visual of KPIs met or not met
- A self-assessment to complete before the review begins
- Previous goals and objectives (if this is not their first review with your company)
- Attendance records
Having all of these ahead of time allows you to give a holistic review of an employee's performance and have reinforcements for points you may make.
During the review
Address challenges constructively
Talk about any areas of improvement in a way that is constructive and supportive, providing clear examples and actionable advice or guidance.
- Reference particular projects or interactions that demonstrate the area of concern
- Provide specific ways that employees could meet that goal
What not to do –
Saying something vague like "your productivity could be improved" doesn't really tell the employee anything they can work on.
What to do instead –
Instead saying something like "You're currently at X, and we'd like you to be at Y" gives your employee a realistic view of what they can work on and what they should make their goal.
Make it a dialogue
Reviews should not be one-sided conversations. Often, your employees have ideas for why things are going the way they are at your facility. Plus, if an employee is struggling in an area, they may provide insight on a roadblock you didn't know existed.
"I think asking them what they need support in is huge," said On-site Manager Wendy Cortez. "They can be grasping almost everything, but one simple thing."
Wendy, who has hands-on experience in conducting employee reviews for our on-site partners, also takes this time to ask employees about their general feelings toward the job and circumstances surrounding the job.
"I ask them about how they enjoy the job or their commute," she said. "I think asking that is vital because it can help with the turnover rate, or tell us we need to find a replacement rather than being short staffed before that person just quits."
Taking the time to hold these reviews with employees can provide key insights for gauging, and improving, employee satisfaction.
After the review
Have a follow-up plan
Reviews shouldn't happen in a vacuum, particularly if you're giving employees something to work on or they provide you with important insights on how your facility can increase satisfaction.
Once you have finished your review with an employee (or multiple), have a plan in place on how you will follow-up with those people. Whether it's on specific KPIs you covered during the review, or something an employee suggested to make the facility a better workplace.
Put it on your calendar as soon as the review is done, and stick to it.
Document discussion
Document all the points discussed, decisions made, and the agreed-upon goals for reference and accountability. This will also give you something to reference at your next check-in so you can outline what has changed, or what hasn't.
Conclusion
Conducting employee reviews is a powerful tool for boosting morale, aligning goals, and fostering open communication within your facility. At KP Staffing, we've seen how prioritizing these reviews to ensure that employees are not only meeting expectations, but also feeling valued and understood, benefits manufacturing and distribution facilities.
KP Staffing specializes in light industrial and skilled trade staffing. We source employees for a variety of positions across skill levels for distribution and manufacturing facilities across the Dallas-Fort Worth and Houston areas.
You can learn more about us here!